Dear friends,
Gone through the article. Following are my comments.
Firstly, you can refer my previous comments on the subject:
https://www.citehr.com/9777-need-hel...tml#post890032
I have written in earlier posts also that 360 degree appraisal requires lot of organisational maturity. Have your systems and processes been stabilised 100%?
In fact running the traditional performance appraisal process itself is big task. Have you trained your managers on performance appraisal? It is not just annual rigmarole but tool of organisational development, do they know this? How do you handle grievances that arise out of PA?
To begin with instead of 360 degree performance appraisal, you can initiate 360 degree feedback. If this mechanism works well then you can switch over to 360 degree performance appraisal.
Right now I am consulting assignment on PMS. I find tremendous lacunae even in traditional Performance Appraisal (PA) process. Now suppose if they were to jump to 360 degrees, it would do more harm than good. Therefore, I recommend to tread cautiously. Jargon of 360 degree may catch anyone's imagination, but then ground realities also need to be taken into account.
Ok...
Dinesh V Divekar
Management & Behavioural Training Consultant
Limit of your words is limit of your world[I][COLOR=#0000BF][COLOR=#FF0000]
Gone through the article. Following are my comments.
Firstly, you can refer my previous comments on the subject:
https://www.citehr.com/9777-need-hel...tml#post890032
I have written in earlier posts also that 360 degree appraisal requires lot of organisational maturity. Have your systems and processes been stabilised 100%?
In fact running the traditional performance appraisal process itself is big task. Have you trained your managers on performance appraisal? It is not just annual rigmarole but tool of organisational development, do they know this? How do you handle grievances that arise out of PA?
To begin with instead of 360 degree performance appraisal, you can initiate 360 degree feedback. If this mechanism works well then you can switch over to 360 degree performance appraisal.
Right now I am consulting assignment on PMS. I find tremendous lacunae even in traditional Performance Appraisal (PA) process. Now suppose if they were to jump to 360 degrees, it would do more harm than good. Therefore, I recommend to tread cautiously. Jargon of 360 degree may catch anyone's imagination, but then ground realities also need to be taken into account.
Ok...
Dinesh V Divekar
Management & Behavioural Training Consultant
Limit of your words is limit of your world[I][COLOR=#0000BF][COLOR=#FF0000]